the three basic functions of hr are 1. assisting the organization with its ______2. representing and advocating for the organization's ________3. determine lowest ______: look for ways to reduce _____ costs and find more effective mens of offering employees ______

strategic human resources management

define: creates a clear connection between the goasl of an organization and the activities of the people who work there

goals, work there

strategic human resources management: creates a clear connection between the ____ of an organization and the activities of the people who _______

4 external forces that affect HR: management thought: PEOPLE : Frederick Taylor:-father of _____- advocated workers should have appropriate job _____ and shoul be screened according to their ____ to do their job

scientific management

define: fathered by frederick taylor: a set of principles designed to enhance worker productivity

biggest, hawthorne, human relations, benefit, safe, healthy

4 external forces that affect HR: management thought: PEOPLE : Elton Mayo -____ advancement in HRM- _______ studies-this study gave rise to the ______ movement which created employee ____ offerings, ____ and ___ working conditions, and emphasized importance of HR

hawthorne studies

define: a series of studies that provided new insights into group behavior and motivations

the beginning of the equal employment employment oppertunity is usally attributed to the passage of the ________

race, national origin

1964 CIVL RIGHTS ACT:prohibited discrimination on the basis of ____ and _____

title vii

what was added to the 1964 civil rights act to expand the bounds of what is discrimination and the part that is most important to HR

hiring, religion, color, sex,files, participates, opposes

TITLE VII of the 1964 civil rights act:prohibits discrimination in _____, compensation, terms, conditions, or prvielges of employment based on race, _____, ______, _____, or national origin - also prohibits retaliation against an indivudal who _____ charges of discrimination, _____ in an investigation, or ____ any unlawful purposes

recruit, preference, minority, affirmative action

title vii also exsits today, stipulates that organizations must do more tah must discontinue discriminatory practices, they must actively ____ and give ____ to ___ group members in employment decisions. this actions i commonly referred to as_____

Equal employment opportunity commison: the arm of the _____ empowered to handle discrimination in ______ cases

adverse (disparate) treatment

define: an employment situation where protected group members receive treatment different from other employees in matters such as performance evaluations and promotionsex) if a protected grou member is more often evaluated as performing poorly or received fewer organizational rewards, adverse treatment may have occured

protected, treatment, performance evaluations, promotions

adverse (disparate) treatment: an employment situation where ______ group members receive _____ different from other employees in matters such as performance _____ and _____ex) if a protected grou member is more often evaluated as performing poorly or received fewer organizational rewards, adverse treatment may have occured

adverse (disparate) impact

define: a consequence of an employment practice that results in a greater rejection rate for a minority group than for majority group in the occupation

adverse (disparate) impact

having a height requirement for a positon, can unitentionally discriminate against women who are usally not as tall as men -- this is an example of what?

40

age discrimination in employment act of 1967 : this act prohigits arbitarary age discrimination, particularly among those over age ____

EEO, accommodations, medical exams

americans with disabilities act of 1990 extends _____ coverage to include most forms of disaiblities requires employees to make reasonable _____ and eliminates post job _____

12, medical, 50

family and medical leave act of 1993: federal legislation tha tprovides employees up to _____ weeks of unpaid leave each year to care for family members or for their own _____ reasons in buisness that employs more than ____ people

80% majority

4/5 rule: a rough indicator of discrimination this rule require that the number of minority members of a company hires must equal at least ____ of the ___ members of the population hired

4/5 rule

one of the first measures of determining potentially discriminating practices is called the ____

restricted policy

this infraction occurs whenever an enterprise's HR activities exclude a class of individualsex) a company lays off an excessive number of its employees above 40 and hires a lot of college kids so can pay them less

what are the 4 ways in which you can determine potentailly discriminatory practices

qualified, hiring, employees

geographic comparisons: characteristics of potential _____ pool of applicants in an organization's ____ market are compared to the characteristis of its _____

protected, qualified, rejected, similar

mcDonnel Douglas test: 4 parts 1) the individual is a member of a ____ group2) the individual applied for a job for which he or she was ___3) the invidual was ___4) the enterprise after rejecting this applicatn conintued to seek other applicants with ____ qualifications

the invisible barrier that blocks females and minorities from ascending into upper levels of an organziation

needs, number effectively, efficiently, mission, strategic goals

human resource planning: the process of determining an organization's hr ____. ensurse that an organziaiton has the right ___ of people capable of ____ and ____ completing tasks that directly support the company's ____ and _______

mission statement

define: a brief statement of reason an organization is business

reason, business

mission statement: a brief statement of ___ an organization is in _____

HR planning Process: Assessing current HR- involves developing a _____ of the organizations ____ employees -serves as a guide for supporting _____ organizational persuits and altering organization's ______ direction- essentially HRM must find way to retain employees because there is less employee _____

central, accessible

HR planning Process: Assessing current HRhuman resource info system (HRIS) a computerized system in processing HRM info- keeps important info about employees in a ___ and ___ locaiton

replacement charts

HR planning Process: Assessing current HRHRM organizational charts indicating positions that may become vacant in the near future and the individuals who may fill the vacancies

HR planning Process: Determining Demand for labor-if you want to increase the supply of workers what are your 4 sources to do so?

retirements, dismissals, layoffs

HR planning Process: Determining Demand for laboif you want to DECREASE INTERNAL SUPPLY? could be do to what? give 3 examples

decruitment

when dealing with employment planning and there is oversupply of worker, reffers to the difficult steps to sever certain people from the organization

job analysis

provides info abotu jobs current being done and th ekjnowledge, skills, and abilities that invidauls need to perform the job adequately

observation method

JOB ANALYSIS: what method?

data is gathered by watching employees work

individual interview method

JOB ANALYSIS: what method?

meeting with an employee to determine what his or her job entails

group interview method

JOB ANALYSIS: what method?

meeting with a number of employees to colelctively determine what their job entails

structured questionnaire method

JOB ANALYSIS: what method?

a speficially designed questionaire on which employees rate tasks they perform in their jobs

technical conference method

JOB ANALYSIS: what method?

a job analsyis technique that involves extensive input from the employee's supervisior

diary method

JOB ANALYSIS: what method?

requires job incumbents to record their daily activities

families, behavior

the deparment of labor has someone interview and observe employees an then describes what the workers does. this enables managers to group jobs into job ____ that require similar kinds of worker ____. all of this is posted online

position analysis questionnaire (PAQ)

a job analsyis technique that rates jobs on elements grouped into 6 major divisionsthis type of quantative questionaire allows many different jobs to be compared with each other however it apperas to more applicable to higher level professional jobs

rates, elements, quantitive, many, higher

PAQ- position analysis questionnaire

a job analsyis technique that _____ jobs on ______ grouped into 6 major divisionsthis type of ______ questionaire allows _____ different jobs to be compared with each other however it apperas to more applicable to ______ level professional jobs

duties, responsibilities, accountabilities

job analysis is the systematic exploration of the activties surrounding and within the job. it defines the jobs ____, _____, ______

job description

a written statement indicating what a job entails what the job holder does, how it is done, under what conditons, and why

written

job description: a _____ statement indicating what a job entails what the job holder does, how it is done, under what conditions, and why

the initial screening consists of a two step procedure ____ gives the operation the chance to eliminate some of the responders based on job description and job specificaiton______ gives the HRM a chance to descirbe the job in enough detail so responder can seriously consider if they are right for it

step 2: filling out the _____ which is a company _____ form used to generate specfic info the company wants

weighted application form

a specific type of application form that uses relevant applicant info to determine the likeihood of job success-- helps recurits differentiate between potentially successful and unsuccesful job performers

60, performance simulation

SCREENING PROCESS:

step 3: preemployment testing- about ____% of companies use this -very useful-what types of tests are done?

work sampling, assessment center

what are the two types of tests that evluate the employees ability tot he due the job: 2 types of performance simulation tests

impression management: candidate can ___ performance evaluations by portraying an image ____ by the appraiser

behavioral interview, realistic job previews

SCREENING PROCESS:

step 4: comprehensive interview

what are two new modifications to the interview

behavioral interview questions

SCREENING PROCESS:

step 4: comprehensive interview

"give me an exampl eof a time""summarize i situation where"

are examples of?

past, future

behavior interviewing is based on the belief that ____ behavior and performance predicgts ___ behaviors and performance

discrete

____ interviews are interviews were you go for one inteview and you get a call back or you dont

realistic job preview

SCREENING PROCESS:

step 4: comprehensive interview

a selection device that allows job candidates to learn neagative as well as positive info about the job and organization based on the thory that unmet expectations of new employees can cause them to be disassitified and quit

qualified privilege

Step 5: background investigation:

the abilitiy for organizaitons to speak candidly to one another about candidates

physical, requirements, drug test

medical or physical examinations are only allowded to be used as a selection device to screen out invidauls whoar e unable to ___ comply with the ____ of the job, this includes ___

comprehensive approach

applying all steps in the selection process before rendering a decision

reliability, consistency

interviews consistently acchieve low marks for _____ and ___ bc of the problems with the interviewer

reliability

a selection device's consistency of measurement

validity

the proven relationship of a selection device to relevant criticism

validity

high relaibility may mean little if the selection device has low_____ for ex_ just because a test score is consistent does not mean it is measuring important characteristcs related to job behavior

content, construct, criterion

what are the 3 types of validity

content

validity:

the degree tto whcih test content as a sample represents all situations that oculd hav been included, such as typing test for a clerk typist

the degree to which a particular selectin device acruately predicts the important elements of work behavior as in the relationship between test score and job performance

predictive, concurrent

to establish criterion related validity either of two approaches can be used:

unknown, accurate, cut score

criterion related validity:

predicitive: an organziation would adminsitrater the test (With ____ validity) to all prospective applicants. the test scores would not be used but the test would be given again some time later to see how _____ the scores were to predict what type of employee they infact were, then the tests would be revised to create the ____ (the score point below which applicants were rejected)

current, valid

concurrent: ____ employees take the tests and then their scores are elauated with their performance to see if the test is _____

goals, feedback, development, documentation

the purpose of PERFORMANCE MANAGEMENT SYSTEM: to convey to employees how well they have performed on established _____.

this is conveyed througha)b)c)

analysis, description, measurable, expectations

Appraisal process: It is important to establish performance standards with employees- these standards should come from job ____ and job ____. standards should be clear and ____. ____ of the employees should be clearly stated

absolute standards, relative standards, outcomes

3 approaches for doing appraisals, employees can be appraised against:

independent

ABSOLUTE APPRAISAL: employee evaluation is ____ of other evaluations

critical incidence

types of ABSOLUTE APPRAISAL:

a performance eval that focuses on key behaiors that differentiate between doing a job effectively or ineffectively

checklist

types of ABSOLUTE APPRAISAL:

a performance eval in which a rater cehcks off applicable employee attributes - merely records does not evaluate

graphic rating sclae

types of ABSOLUTE APPRAISAL:

method that lists traits and a range of performance for each , very popular because not every time consuming

forced choice

types of ABSOLUTE APPRAISAL:

the rater must choose betwen two sepcific statemets about an employee's work ethic -- employers tend to dislike because forces them to make distinctions between similar sounding statements

behaviorally anchored rating scale (BARS)

types of ABSOLUTE APPRAISAL: technique that generates critical incidents and develops behavioral dimenosn of perofrmance - evaluator appraises behavior rather than traits -- this can be time consuming

other employees

RELATIVE STANDS OF APPRAISAL: comparing employees performance by comparing the employee with ______

group order ranking

types of RELATIVE STANDS OF APPRAISAL:

requires evaluators to place employees into a particular classificaiton such as top 20%

individual ranking

types of RELATIVE STANDS OF APPRAISAL:

requires evaltor to rank employees in order from highest to lowest

paired comparison

types of RELATIVE STANDS OF APPRAISAL:

selects one job trait then compares each employee in a group with the others. a score is obtained for each employee by simply counting the nubmer of pairs in which the individual is superior at the job trait

behaviorally anchored rating sales

BARS stands for

management by objectives

MBO STANDS FOR?

objectives

approach to appraisal makes use of achieved PERFORMANCE OUTCOMES: employees are evaluated on how well they accomplished specific set of _____ determined as critical in the successful compleition of their job

MOB

types of PERFORMANCE OUTCOMES

a performance appraisal method that includes mutual objective setting and evaluation based on the attainment of the specifci objective- based on goal setting - the organizations over all objectives are translated into specific objectives for each succeeding level

FACTORS THAT CAN DISTORT APPRAISALS: distoration caused by evaluating employees against one's own value system

halo error

FACTORS THAT CAN DISTORT APPRAISALS:: the tendency to let our assessment of an individual on one trait , influence our evaluation of that person on all other traits

ex) ugly british idol singer

similarity error

FACTORS THAT CAN DISTORT APPRAISALS:evaluating employees based ont he way an evaltor percieves himself/ herself

if a person regards themsevles as aggresive they may evaluate others by looking for aggresiveness, people who share this trait will be rated well those do tnot will be rated poorly

low appraiser motivation

FACTORS THAT CAN DISTORT APPRAISALS: evaltor knows that a poor eval could signifcantly hurt an employees future and therefore ranks them higher than they normally would

central tendency

FACTORS THAT CAN DISTORT APPRAISALS: the tendency of the rater to give average ratings

inappropriate substitutes for performance

FACTORS THAT CAN DISTORT APPRAISALS: criteria such as enthusiasm, neatness, psotive attidue can sometimes have nothing to do with the job at hand

control, internal, external, internal, external

attribution theory: a theory of performance eval based ont he perception of who is in ____ of an employee's performance

can be ____ or _____

say the employee has a project due. if they do not turn it in on time this is due to ____ controls

if upper management delays the project this is due to ____ controla s and the evalator will be more linenet

enhances wages, bonuses, retirement plans, paid vacations

REWARDS: financial rewards: _____ a employee's financial well being

a) directly: ____, _____b) indirectly: ______, ____,

attraction, life, parking spot

REWARDS: non financial: add ____ to ___ on the job

ex) _______

compensation administration

the process of managing a compnay's compensation program

job evaluation

compensation administration: _____ is the process where an organization systematically estalbishes its compensation program by comarping and determing each job's appropriate worth within the organization

cost effective, attract, motivate, retain

the gaol of compensation administration is to create the compnay's compnesation program designed in a ____ pay structure that will ____, ____, and _____ competent employees

minimum wage, benefits

government influence on compensation administration: gov polices set ____ and ____ that employees must meet, and these policies provide protection for certain groups

fair labor standards act

which act in 1938 established laws outlining minimum wage, overtime pay, ad max hour requirements for most us workers

pay

civil rights and equal pay act prtoect employees from discrimination. organizations can not discirminate in _____ on the basis of race color creed age or sex

men, women, same, rate of pay

equal pay act 1963: mandates that organizaitons compensate ____ and ___ dong the ____ job with the same _____

ordering method

job evaluation methods: ranking jobs from lowest to highest

no consistent standard

whats the problem with ordering method ( a job evaluation method)

classification method

job evaluation methods:

evaluating jobs based on predetermined job grades

point method

job evaluation methods:

breaking down jobs based on identifiable crtieria and the degree to which these criteria exist on the job critieria: skill, effort responsiblity

compensation surveys

used to gather factual data on pay practices among firms and companies within specfici communities

dilution effect- incentive plans can lead to this meaning it is hard for employees to ____ how their efforts affect the organizations____ perfromance

paying for performance

WHICH FORM OF PAYMENT TO EMPLOYEErewarding employees based on thier job performance

peiceowrk plan, wage incentive, lump sum bonuses

give 3 exmples of paying for performance

competency -based compensation

WHICH FORM OF PAYMENT TO EMPLOYEEorganziaitonal pay system that rewards skills knowledge and behavior

broad banning

WHICH FORM OF PAYMENT TO EMPLOYEEpaying employees at present levels based on their level of competency

executive compensation programs

WHICH FORM OF PAYMENT TO EMPLOYEES base salaries of excutives are almost 300 times higher than those of low level managers o operative personal, executives frequently operat under bonus and stock option plans that can dramatically increase their total compensation

HORIZONTAL DIMENSION OF ORGANIZATIONAL STRUCTURE: departmentalization:a) function: people with ____ tasks in the same ______b) product/service: F and B or rooms - 2 div based on _____c) territory: common in ____- assign supervisor for ____ area - ex head of NE d) customers: in the ___ department, one does corporate, another group, social, etce) process: _____ approach ex) starwood has a service express department that is centralized and then deals with guests requests and elegates to other departments

temporary, spa

HORIZONTAL DIMENSION OF ORGANIZATIONAL STRUCTURE:other contemporary structures:1) matrix product structure:-this is a ___ structure-ex) hotel decides to build a ____ come up with everything you need until opens

hotel openers: move from hotel to hotel opening

HORIZONTAL DIMENSION OF ORGANIZATIONAL STRUCTURE:other contemporary structures:project strcture:this is where you always belong to a project structure ex)____

work team: two types:1) _____ integrated: mini bars are very dirty tell mini bar attended they have a special task assign floors show them how to clean mini bars2) _____ set goals- mini bar always clean

-designates pay ranges for groups of which which are ismilar in vlaue to organization and grouped by cliassificaiton-the goal is to be in the 75% percentile compared to competition 75% of competition pays less 25% pay more